DOCSLIB.ORG

Employment and Ibd: a Guide for Employees

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Employment and Ibd: a Guide for Employees EMPLOYMENT AND IBD: INFORMATION SHEET A GUIDE FOR EMPLOYEES INTRODUCTION If you have Crohn’s Disease or Ulcerative Colitis – conditions collectively known as Inflammatory Bowel Disease (IBD) – you may be concerned about your employment position. You may be employed or looking for a new job. You may be on benefits and are thinking about returning to work. While IBD is a chronic (ongoing) condition, with appropriate treatment it is often possible to remain well for long periods. Many people with IBD are able to work and have successful jobs. This information sheet looks at some of the questions you may have about your possible options and how you may be protected by law. This information sheet also covers the Equality Act 2010, which applies to England, Wales and Scotland. The Act does not apply to Northern Ireland. If you live in Northern Ireland, you may wish to visit nidirect for further information on employment rights: www.nidirect.gov.uk DECIDING WHETHER TO DISCLOSE YOUR IBD... ...during the recruitment process You may be concerned that you will be at a disadvantage if you declare your IBD, whether on an application form, CV or at an interview. The Equality Act 2010 makes it unlawful for employers to ask intrusive questions about your health - including previous sickness absence - before making a job offer. This applies to questions on an application form as well as questions asked during an interview. This is to encourage employers to consider whether or not you can do the job rather than ruling you out early on in the process because of your health condition. There are a few exceptions to this. For details of these, see the disability discrimination guidance on the Acas (Advisory, Conciliation and Arbitration Service) website: www.acas.org.uk. ...once you’ve been offered the job Some job offers may be conditional on a medical examination or on satisfactory completion of a medical questionnaire after the job offer stage. A conditional offer should only be withdrawn on medical grounds at this stage if it can be shown that you would not be able to do the job once reasonable adjustments have been made. (See What are reasonable adjustments?). If you deliberately withhold information at this stage and it comes out later, you could risk being dismissed. 1 Crohn’s & Colitis UK | www.crohnsandcolitis.org.uk EMPLOYMENT AND IBD: A GUIDE FOR EMPLOYEES In deciding whether to disclose your IBD to a prospective employer, you might find it helpful to speak to a Careers Adviser. The National Careers Service can provide advice on job-hunting and applications for people of any age (see Other I have told my employer about Organisations). my Crohn’s. It has allowed If you do decide to mention your IBD to a prospective employer you may also find it me to be open about going to helpful to show them our leaflet Employment and IBD: a guide for employers. appointments and getting the ...in your current job time I need to go to hospital. It If your diagnosis comes once you are already working, or if your condition becomes helps to know I have the support worse, you may wonder whether to tell your manager about it. There is generally of my manager. no legal requirement to disclose a medical condition – unless it is required in your own personal contract of employment. While some people with IBD decide that they do not wish to disclose their IBD to age 34 Pamela, their employer, there can be some advantages in sharing information about your diagnosed with Crohn’s Disease in 2015 condition. Firstly, hiding symptoms can be a strain and it may be a relief to talk about your IBD. In a study into IBD and employment in 2015, the employees with IBD who had disclosed their condition to their employer said they felt that their employer was grateful. Once you have made your employer aware of your needs, they can consider reasonable adjustments for you. That said, if you do decide to disclose your condition, you may find that some employers show a lack of understanding, at least initially. If you want some support when you tell your employer, you could ask someone else to accompany you, such as a colleague, an occupational health worker or a trade union representative. You may also find it helpful to show your employerEmployment and IBD: a guide for employers. CHOOSING WHETHER TO TELL COLLEAGUES If you do decide to tell an employer or prospective employer about your IBD, you I told my team about my may not wish it to become public knowledge. You also need to decide if and condition. I felt happier that what you are going to tell your co-workers. Again, there can be advantages in they knew why I’ve had to take letting others know about your IBD. If fellow staff know that you have a long term condition and what it means, they are more likely to give you the support and sick days. assistance you need, helping to create a better working environment. If they don’t know, they may draw the wrong conclusions or believe you are getting Gari, age 31 preferential treatment if your employer makes adjustments for you. Being more diagnosed with Ulcerative Colitis in open could also mean that you wouldn’t, for example, have to hide taking your 2013 medication, that you have painful stomach cramps or that you are struggling to cope with fatigue. It is common for people to feel embarrassed when talking about bowel movements, so you may find it difficult to explain your symptoms, especially urgency and the frequent need to rush to the toilet. Using our information may help. As well as this leaflet, we also have a number of other information sheets and booklets, such as Understanding IBD: Ulcerative Colitis and Crohn’s Disease and Living with IBD that you could think about giving to your manager and/or your colleagues. Explaining that IBD is not infectious is often particularly helpful, as this may be a concern. It may also be useful to make it clear that IBD is different from Irritable Bowel Syndrome (IBS). In a survey we carried out into IBD and employment, it was found that eight out of 10 employees had told their employer or HR department about their IBD, 2 Crohn’s & Colitis UK | www.crohnsandcolitis.org.uk EMPLOYMENT AND IBD: A GUIDE FOR EMPLOYEES and nearly as many had told their co-workers. However just under half of the respondents reported worrying that their colleagues might think that they do not I have told the colleagues I pull their weight at work because of their IBD symptoms. A quarter also said that thought needed to know about they worried about being discriminated against in the workplace as a result of my Crohn’s. They have been their IBD. really supportive and it has been such a fantastic help in coping with my diagnosis, WHAT ARE MY EMPLOYMENT RIGHTS? appointments and any absences I have had to take. Employees have certain legal rights and you may have additional rights in your particular employment contract. You can get further information about general employment rights from several sources including the government website: www.gov.uk, ACAS, Citizens Advice (all listed under Other Organisations) and age 34 Pamela, trade union representatives. diagnosed with Crohn’s Disease in 2015 As someone with IBD, you may be particularly worried about whether your employer can dismiss you for ill health. The law does give some protection here but the level of protection will depend on whether you qualify as disabled under the Equality Act 2010 (see below When is IBD a disability?). WHEN IS IBD A DISABILITY? Many people with IBD do not consider themselves to have a disability, however, anyone with an ongoing illness may qualify for protection against discrimination. When asked whether or not they consider themselves to have a disability, just over half of respondents to our Employment Survey answered yes. The Equality Act 2010 defines disability as a physical or mental impairment which has an effect on a person’s ability to carry out normal day-to-day activities. This includes ‘hidden’ impairments or disabilities such as incontinence. The effect must be substantial, adverse and long-term. For example, the loss of bowel control is considered substantial and adverse if it is unpredictable and leads to immediate major soiling, even if it is infrequent. Minor but frequent loss of bowel control may also qualify as substantial and adverse. Long-term is generally taken to mean the effect has lasted, or is likely to last, at least a year. The fact that your IBD is a variable condition, generally with good days and bad days, does not affect your rights. The main point is that the overall effect is long- term. Importantly, in most cases, treatment for a health condition is not considered when deciding if someone is disabled under the law. This means that you may still benefit from the protection of the Equality Act even if your symptoms are controlled by medication. If you think you fit the criteria of disabled under the Equality Act and you feel able to speak to your employer, it may be worth talking to them to see how they can support you. WHAT PROTECTION DO I HAVE UNDER THE EQUALITY ACT? The Equality Act is in place to protect people against discrimination at work, including people who may consider themselves not covered by the Act, even those who are: 3 Crohn’s & Colitis UK | www.crohnsandcolitis.org.uk EMPLOYMENT AND IBD: A GUIDE FOR EMPLOYEES • working on a casual basis • on zero hours contracts • trainees, or • in some situations, self-employed.
Load more

Recommended publications
  • LGBT Rights at Work
    LGBT Rights at Work An advice leaflet for Usdaw Members Rights for Lesbian, Gay, Bisexual and Transgender (LGBT) Workers As a result of many years of Although the Equality Act has not been enacted in Northern Ireland, similar campaigning by lesbian, gay, legislation applies protecting LGBT people bisexual and transgender from discrimination. The information in this leaflet therefore applies equally to LGBT (LGBT) organisations and members in Northern Ireland. Trade Unions, LGBT workers As well as the recent improvements in now enjoy the same rights at legal rights, social attitudes have also dramatically changed but this doesn’t mean work as their heterosexual that harassment and discrimination relating (straight) colleagues. to sexual orientation or gender identity has disappeared from our workplaces. The Equality Act, introduced in October Millions of LGBT workers still don’t feel 2010 in England, Scotland and Wales, made safe enough to be out about their sexual it unlawful for employers to discriminate orientation or gender identity at work and against someone or harass them for reasons thousands of these workers will be Usdaw relating to either their sexual orientation or members. This leaflet summarises the legal their gender identity. rights LGBT members have at work. 1 The issues Gender Identity The law also means that transgender Whilst Usdaw recognises that lesbians, gay members are fully protected from men, bisexuals and transgender members discrimination by the law. A transgender each have distinct and separate problems at person is someone who lives their life in work, they also share a range of concerns a gender different to that in which they and experiences.
    [Show full text]
  • Equality, Diversity and Inclusion Policy 2018 – 2020
    Equality, Diversity and Inclusion Policy 2018 – 2020 1 Contents About this document................................................................................................... 4 Introduction ................................................................................................................ 5 What does Equality, Diversity and Inclusion mean to the HCPC? .............................. 5 Legal duties ................................................................................................................ 6 Vision and values ....................................................................................................... 8 Equality, diversity and inclusion objectives ................................................................. 9 Setting measures ..................................................................................................... 10 Measuring success................................................................................................... 10 Accountability ........................................................................................................... 11 More Information ...................................................................................................... 13 Contact us ................................................................................................................ 13 2 About Us We are the Health and Care Professions Council (HCPC). We are a regulator and we were set up to protect the public. To do this, we keep a register of professionals
    [Show full text]
  • Human Rights, Sexual Orientation and Gender Identity in the Commonwealth
    Human Rights, Sexual Orientation and Gender Identity in The Commonwealth Struggles for Decriminalisation and Change Edited by Corinne Lennox and Matthew Waites Human Rights, Sexual Orientation and Gender Identity in The Commonwealth: Struggles for Decriminalisation and Change Edited by Corinne Lennox and Matthew Waites © Human Rights Consortium, Institute of Commonwealth Studies, School of Advanced Study, University of London, 2013 This book is published under a Creative Commons Attribution- NonCommercial-NoDerivatives 4.0 International (CC BY-NCND 4.0) license. More information regarding CC licenses is available at https:// creativecommons.org/licenses/ Available to download free at http://www.humanities-digital-library.org ISBN 978-1-912250-13-4 (2018 PDF edition) DOI 10.14296/518.9781912250134 Institute of Commonwealth Studies School of Advanced Study University of London Senate House Malet Street London WC1E 7HU Cover image: Activists at Pride in Entebbe, Uganda, August 2012. Photo © D. David Robinson 2013. Photo originally published in The Advocate (8 August 2012) with approval of Sexual Minorities Uganda (SMUG) and Freedom and Roam Uganda (FARUG). Approval renewed here from SMUG and FARUG, and PRIDE founder Kasha Jacqueline Nabagesera. Published with direct informed consent of the main pictured activist. Contents Abbreviations vii Contributors xi 1 Human rights, sexual orientation and gender identity in the Commonwealth: from history and law to developing activism and transnational dialogues 1 Corinne Lennox and Matthew Waites 2
    [Show full text]
  • Vision for Change: Acceptance Without Exception for Trans People
    A VISION FOR CHANGE Acceptance without exception for trans people 2017-2022 A VISION FOR CHANGE Acceptance without exception for trans people Produced by Stonewall Trans Advisory Group Published by Stonewall [email protected] www.stonewall.org.uk/trans A VISION FOR CHANGE Acceptance without exception for trans people 2017-2022 CONTENTS PAGE 5 INTRODUCTION FROM STONEWALL’S TRANS ADVISORY GROUP PAGE 6 INTRODUCTION FROM RUTH HUNT, CHIEF EXECUTIVE, STONEWALL PAGE 7 HOW TO READ THIS DOCUMENT PAGE 8 A NOTE ON LANGUAGE PAGE 9 EMPOWERING INDIVIDUALS: enabling full participation in everyday and public life by empowering trans people, changing hearts and minds, and creating a network of allies PAGE 9 −−THE CURRENT LANDSCAPE: o Role models o Representation of trans people in public life o Representation of trans people in media o Diversity of experiences o LGBT communities o Role of allies PAGE 11 −−VISION FOR CHANGE PAGE 12 −−STONEWALL’S RESPONSE PAGE 14 −−WHAT OTHERS CAN DO PAGE 16 TRANSFORMING INSTITUTIONS: improving services and workplaces for trans people PAGE 16 −−THE CURRENT LANDSCAPE: o Children, young people and education o Employment o Faith o Hate crime, the Criminal Justice System and support services o Health and social care o Sport PAGE 20 −−VISION FOR CHANGE PAGE 21 −−WHAT SERVICE PROVIDERS CAN DO PAGE 26 −−STONEWALL’S RESPONSE PAGE 28 −−WHAT OTHERS CAN DO PAGE 30 CHANGING LAWS: ensuring equal rights, responsibilities and legal protections for trans people PAGE 30 −−THE CURRENT LANDSCAPE: o The Gender Recognition Act o The Equality Act o Families and marriage o Sex by deception o Recording gender o Asylum PAGE 32 −−VISION FOR CHANGE PAGE 33 −−STONEWALL’S RESPONSE PAGE 34 −−WHAT OTHERS CAN DO PAGE 36 GETTING INVOLVED PAGE 38 GLOSSARY INTRODUCTION FROM STONEWALL’S TRANS ADVISORY GROUP The UK has played an While many of us benefited from the work to give a voice to all parts of trans successes of this time, many more communities, and we are determined important role in the did not.
    [Show full text]
  • LGBT History Month 2016
    Inner Temple Library LGBT History Month 2016 ‘The overall aim of LGBT History Month is to promote equality and diversity for the benefit of the public. This is done by: increasing the visibility of lesbian, gay, bisexual and transgender (“LGBT”) people, their history, lives and their experiences in the curriculum and culture of educational and other institutions, and the wider community; raising awareness and advancing education on matters affecting the LGBT community; working to make educational and other institutions safe spaces for all LGBT communities; and promoting the welfare of LGBT people, by ensuring that the education system recognises and enables LGBT people to achieve their full potential, so they contribute fully to society and lead fulfilled lives, thus benefiting society as a whole.’ Source: www.lgbthistorymonth.org.uk/about Legal Milestones ‘[A] wallchart has been produced by the Forum for Sexual Orientation and Gender Identity Equality in Further and Higher Education and a group of trade unions in association with Lesbian, Gay, Bisexual and Trans (LGBT) History Month. The aim has been to produce a resource to support those raising awareness of sexual orientation and gender identity equality and diversity. Centred on the United Kingdom, it highlights important legal milestones and identifies visible and significant contributions made by individuals, groups and particularly the labour movement.’ Source: www.lgbthistorymonth.org.uk/wallchart The wallchart is included in this leaflet, and we have created a timeline of important legal milestones. We have highlighted a selection of material held by the Inner Temple Library that could be used to read about these events in more detail.
    [Show full text]
  • Statutory Code of Practice: Services, Public Functions and Associations
    Equality Act 2010 Code of Practice Services, public functions and associations Statutory Code of Practice Equality Act 2010 Code of Practice Services, public functions and associations Statutory Code of Practice Equality Act 2010 Statutory Code of Practice Services, public functions and associations www.equalityhumanrights.com © Equality and Human Rights Commission (2011) The text of this document (this excludes, where present, the Royal Arms and all departmental and agency logos) may be reproduced free of charge in any format or medium providing that it is reproduced accurately and not in a misleading context. The material must be acknowledged as Equality and Human Rights Commission copyright and the document title specified. Where third party material has been identified, permission from the respective copyright holder must be sought. Any enquiries regarding this publication should be sent to us at www.equalityhumanrights.com This publication is also available on www.official-documents.gov.uk ISBN: 9780108509728 ID P002411441 01/11 Printed in the UK by The Stationery Office Limited on behalf of the Controller of Her Majesty’s Stationery Office Printed on paper containing 75% recycled fibre content minimum. Contents 01 Contents 15 Foreword 17 Chapter 1: Introduction 17 Purpose of the Equality Act 2010 18 Status of the Code 18 Scope of the Code 19 Age as a protected characteristic 20 Marriage and Civil Partnership 20 Purpose of the Code 21 Human Rights 22 Large and small service providers 22 How to use the Code 23 Examples in the Code
    [Show full text]
  • The Impact of the Equality Act 2010 on Charities
    The Impact of the Equality Act 2010 on Charities Debra Morris, Anne Morris and Jennifer Sigafoos Charity Law & Policy Unit, School of Law and Social Justice, University of Liverpool Published by: Charity Law & Policy Unit University of Liverpool Liverpool L69 7ZA August 2013 website: http://www.liv.ac.uk/law/research/charity-law-and-policy/about/ © Charity Law & Policy Unit ISBN 978-0-9536666-6-9 ii Table of Contents Executive Summary .............................................................................................................................. 1 I Introduction ......................................................................................................................................... 9 II Overview/ General Themes ......................................................................................................... 17 III The Legal Context: Charity Law ................................................................................................ 29 IV The Legal Context: Equality Laws ............................................................................................. 41 V The Legal Context: Interrelation between Charity and Equality Law ........................... 90 VI Case Studies .................................................................................................................................. 104 Religious Charities 104 Higher Education 117 Single-sex Provision 135 Challenges to Public Sector Spending Cuts 142 VII Conclusion and Recommendations ....................................................................................
    [Show full text]
  • Meeting the Public Sector Equality Duty Stonewall Scotland Guide To
    A GUIDE FOR PUBLIC AUTHORITIES ON MEETING THE PUBLIC SECTOR EQUALITY DUTY A guide for public authorities on meeting the Public Sector Equality Duty 1 2 FOREWORD The Equality Act 2010 and the Public Sector Equality Duty are some of the most important legal safeguards for LGBT equality. They go further than prohibiting discrimination and harassment - they put a legal obligation on public bodies to act to reduce inequalities faced by LGBT people in day to day life. But too many public authorities struggle with these duties, whether it’s setting equality outcomes that have a direct positive impact on issues LGBT people face, or gathering information about the sexual orientation of their employees. This guide is here to help you meet your obligations to LGBT people under the Public Sector Equality Duty, and use the duty to create real change. As well as guiding you through writing equality outcomes to tackle the barriers faced by LGBT people, this guide will show you how to find and use data on LGBT people’s experiences. We’ll also share some of the best practice we’ve gathered through working with public authorities all across Scotland, giving you sample templates and equality outcomes to work with. Public authorities affect our lives every day, making them vital partners in our ongoing work for LGBT equality. Stonewall Scotland already works with public authorities all over Scotland, from criminal justice agencies and health boards to colleges and local authorities, helping them to support and include their LGBT staff and service users. All our work is driven by your needs, so please do take us up on our offer of support.
    [Show full text]
  • Stonewall's Employer Toolkit
    SEXUAL ORIENTATION EMPLOYER TOOLKIT Companies are often quite scared to ask the obvious questions and do the simple things because they feel like they should have been doing it anyway. {Kathryn Townsend, Vice President, UK Retail and Business Bank, Barclays Written by Sam Dick and Vignesh Ashok SEXUAL ORIENTATION EMPLOYER TOOLKIT Contents Introduction In the decade since legislation was first introduced in Britain to outlaw Who is this discrimination against lesbian, gay and bisexual people in employment, Stonewall has worked with over 650 employers – employing between them guide for? over 5.5 million people – through the Diversity Champions programme and the 1 annual Workplace Equality Index. The resulting transformation in the culture of 1 many of Britain’s workplaces is significant but there remains lots to do. The very best employers recognise that to deliver value for money to taxpayers, investors, shareholders or donors they need to attract and retain the very best staff. Creating workplace environments where lesbian, gay and bisexual employees want to work and where they feel they can progress makes them Why is sexual more competitive in the market for talent. orientation Many employers are yet to begin creating workplaces that are inclusive of relevant to the lesbian, gay and bisexual people. They often think it is complex and costly. workplace? 2 The experiences of the hundreds of organisations we have worked with have demonstrated that this is simply not the case. Employers from the public, 2 private and third sectors have developed a range of cost-effective practical interventions captured in this guide that have resulted in tangible improvements to the levels of satisfaction of their lesbian, gay and bisexual staff.
    [Show full text]
  • Call for Evidence the Role of the GEO: Embedding Equalities Across Government
    Written evidence submitted by LGB Alliance [GEO0036] Call for evidence The role of the GEO: embedding equalities across Government Executive summary 1. Introduction Who we are, why we exist and what are our key concerns 1.1 This submission is made by LGB Alliance. LGB Alliance is a group representing thousands of lesbians, gay men and bisexuals who share grave concerns about the loss of our rights. If you have any questions regarding our response, we can be reached at [email protected] 1.2 We are particularly troubled by the drive to replace, in law and in wider public usage, the word “sex” (meaning biological sex) with “gender identity” or “gender expression”. Eliminating the word “sex” has the effect of erasing homosexuality. We are long-time gay and lesbian activists who fought for the rights of people with a same-sex sexual orientation. We are alarmed to see these rights being eroded. The structure and function of the GEO and its location in the Cabinet Office: how effectively does this enable it to support cross-departmental work on equalities, including the collection and analysis of equalities data? 2. GEO as the “unwanted orphan” 2.1 Aside from a brief period from 2007-2010 when it was an independent department, the GEO has been moved around between several Government Departments in Whitehall. It has been moved from the Home Office to DCMS to DfE to DfID and most recently to the Cabinet Office. 2.2 These frequent moves have undermined the effectiveness of GEO. The damaging effects of constant moves are highlighted in the inquiry into “The role of Minister for Women and Equalities and the place of GEO in government” https://publications.parliament.uk/pa/cm201719/cmselect/cmwomeq/356/3560 4.htm 2.3 One serious concern is that civil servants who do not have dedicated GEO roles within Cabinet Office may lack the opportunity to become subject-matter experts.
    [Show full text]
  • Written Evidence Submitted by LGBT+ Labour (GRA1419)
    Written evidence submitted by LGBT+ Labour (GRA1419) 27th November 2020 Submission to the Women and Equalities Select Committee Inquiry on reform of the Gender Recognition Act 2004. Summary This is the LGBT+ Labour submission to the Women and Equalities Select Committee Inquiry on reform of the Gender Recognition Act 2004. LGBT+ Labour is an affiliated socialist society of the Labour Party, and we have submitted this response in order to represent and advocate for our trans members. Overall, we find that the changes proposed by the Minister for Women & Equalities to legal gender recognition to be insufficient. The process will still be costly, invasive, unnecessarily long and undignified. We suggest the adoption of the reforms suggested by the Committee, such as the removal of requirements around lived experience, a medical diagnosis and spousal consent would greatly improve the process. However, we also argue that more progress needs to be made outside of an amendment to the GRA. These include improved services for trans survivors of sexual/domestic violence, trans workers and tenants, as well as clarification and reassurance for trans people on the protections they have under the Equality Act. We believe this inquiry takes place in the context of government failure. Three years passed between the government announcement that it was exploring reforms to the GRA (in the direction of a self-declaration model), and its eventual decision not to reform the Act. Over these three years, scare stories and misinformation around GRA reform (especially regarding its relationship to the Equality Act) have gone unchallenged by the government. This has given a space for toxic debate and abuse to thrive wherein trans people (including trans members of LGBT+ Labour), their families and allies have been subject to vile transphobic abuse.
    [Show full text]
  • Lgbt-History Month-Poster-Online
    2016 AY! 1806 Celebrate lesbian, gay, bisexual, transgender and intersex TOD START At an LGBTI hustings, Isabell Gunn of the Orkney lives and culture by recognising the significant contribution the First Minister pledges Islands assumes the name LGBTI people have made to Scotland and the world at large. to reform the Gender John Fubbister and joins the Recognition Act and consider Hudson's Bay Company to Share your milestones at #lgbtheritage equal recognition for non- 2016 work as a labourer before binary people. Playwright Jo Clifford is giving birth in 1807. www.lgbthistory.org.uk the first trans woman to perform 'Reply from the Lassies' at a Burn's Night 1812 celebration in Glasgow. Dr James Barry graduates February is 2014 from the University of Edinburgh Medical School. The first same-sex Following his death in 1865 weddings take it is discovered he was place at 00.01 assigned female LGBT on Hogmanay. at birth. 1933 2014 Artists Robert 2010 The Scottish Government Colquhoun and Robert The UK government passes adds intersex equality to HisTory their approach to sexual MacBryde meet at the Equality Act 2010, Glasgow School of Art providing protection from orientation and gender and become lifelong discrimination on the grounds equality. partners. of sexual orientation and MONTH gender identity. 1957 The Wolfenden Report 2009 recommends the Carol Ann Duffy decriminalisation of male becomes the first homosexuality. The woman, the first Scot and recommendations are the first openly LGBT rejected by the UK 1971 person to be the UK's government. Scotland's first gay Poet Laureate. 2007 night, Cobweb Disco, takes place in Equal rights are Edinburgh.
    [Show full text]